Building an Inclusive and Engaged Workforce

Diversity and inclusion. What does it mean? The definition varies greatly and provokes strong emotional responses for some. Cedric Herring at the University of Chicago says “Generally, “diversity” refers to policies and practices that seek to include people who are considered, in some way, different from traditional members. More centrally, diversity aims to create an inclusive culture that values and uses the talents of all would-be members.”

Inclusive cultures leverage every employee’s passion, commitment, skills, and experiences. They are engaged workers bringing their discretionary efforts to the company. Unless we learn to celebrate the diversity within our teams, business results will suffer. We all want to be listened to, appreciated, and recognized for our efforts. But how do we do this?

First, diversity and inclusion needs to be part of the business strategy and woven into the fabric of the organization. Companies that recognize the importance of diversity and inclusion as a business strategy will have strong executive commitment from the C-suite. The commitment will be visual and authentic, much like a leader who wants to retain top talent. This is not easy to do but those companies who are successful with it will have a positive impact on their bottom lines.

Second, a partnership and support system must be developed between the true stakeholders: the organization, the manager, and the employee. Each stakeholder has a specific role to play to support an inclusive culture. The organization provides the models and processes – the systems. The manager provides the support through tools, skills, and coaching to success. The employee provides the spark by creating an environment that is talent-focused, that values, develops, and engages. This shared responsibility is critical to success.

Third, curious leaders who are committed to diversity and inclusion know how vital it is to explore (1) the capacities, talents and skills that employees enjoy using, (2) the experiences that shaped and continue to shape their thinking, (3) the past accomplishments that affect future potential, (4) the aspirations they hold, and (5) the barriers that might stop them cold. All of these topics become the basis of ongoing curious dialogue between leaders and employees. These dialogues help to advance organizational results.

Interested in learning more? Join us on a webinar June 14 where Lynn Cowart, Vice President, CSI Quality Delivery will be discussing Strategies for Building an Inclusive and Engaged Workforce. Register here.